+ Key Components of a Worksite Health Promotion Program Charlie Estey, MS Executive Vice President, Interactive Health, Inc.
+ Discussion Outline A view of a healthy organization Engaging leadership to ensure measurement and program sustainability Key components of a comprehensive wellness program (and creative strategies to engage a high percentage of your eligible population) The impact of incentives and outcomes-based programming.
+ A View of a Healthy Organization
+ The Shift Toward Wellbeing Physical Health Financial Health Mental / Emotional Health Social / Community Health Are Employees happy? 4
Statics about Mental Health Prevalence 1 in 5 Americans Will Experience Mental Illness In Any Given Year $80-$100 billion in indirect costs Depression alone is $17 to $44 billion per year in lost productivity
+ A Picture of the Average American Employee Today 58% have undiagnosed or untreated chronic condition 80% cannot name their physician 63% have not seen a doctor in > 5 years 3% have a critical condition 20% use tobacco 30% are pre-diabetic 33% are obese 5% have liver or kidney conditions 34% have metabolic syndrome 6
+ The M.E. Factors Meaningful Enterprise Cost Management Meaningful Employment Employer of Choice Meaningful Engagement Meaningful Environment Productivity Management Recruitment/Retention
+ Big Strategies Provide a comprehensive, integrated worksite health promotion program Engage leadership; align wellness with business goals Cross-functional approach to human capital management (e.g., safety, HR, benefits, training/development, EAP, work/life) Policies and benefits that protect, support, and enhance employee health and well-being Manage health risks; make health the easier choice Expand your touch points and make it enjoyable
+ Engage Leadership Align wellness with key business needs Impact health care costs Increase productivity (absence, injuries, STD) Enhance morale; help employees cope with change Become employer of choice (attract and retain talent) Other 9
+ Sample Illustration (Align Wellness with Business Needs) Sample Business Needs Become employer of choice Prevent injuries and worker s compensation Leveraging health plan resources Impact medical spend Leverage Employee Wellness Sponsor and encourage participation in community health challenges and events or fund-raisers; build wellness and recognition into benefit plan design with incentives; subsidize healthy vending options Incorporate functional mobility assessments into biometric health screenings; provide fitness tips as part new employee orientations, incorporate stretch breaks into monthly safety talks or departmental meetings; ensure clean, safe staircases; provide healthy vending options Train health vendors and champions to amplify health plan and EAP resources; cross promote and facilitate warm-hand offs; share results and progress with physician Offer health risk identification and health improvement programs (onsite, telephonic, digital) with financial rewards for participation and/or goal achievement 10
+ Risks and Behaviors that Drive Chronic Conditions 11
+ Sample Report: Percent Reporting Pain 80% 70% 75% 60% 66% 50% 52% 40% 30% 38% 44% 45% 32% 35% Pre Post 20% 18% 23% 10% 9% 8% 0% Neck Pain Back Pain Hip Pain Knee Pain Hand/Wrist Headache
+ Do You Have Executive Awareness, Support or Involvement to Ensure Sustainability? Help leaders convey the rationale Commit to regular updates for the C-suite Leverage their testimonials Infuse well-being as part of the culture 13
+ Sample Leadership Memo To: Directors, Managers and Supervisors From: TBD Subj: Support for Upcoming Wellness Screenings As part of our strategy to enhance the health of our employees, XYZ has invested in an onsite health screening and coaching service. The program has documented results that (1) support our effort to stem the rise in health care costs and (2) have also positively impacted recordable injuries, absenteeism and short-term disability. Maximize return on investment by encouraging participation In order to maximize our return on investment, we need managers to encourage (voluntary) participation at a health screening with a goal of 65% participation. Our health screening project team has created a schedule to work with supervisors to achieve little or no impact on our work flow. The time required to participate in the health screening is 20 minutes. Health Plan Incentive Employees who complete the health assessment process will not have to pay an increased health plan contribution of $xx per month. Participation as a Metric We will be benchmarking our actual program participation with other companies in our industry that have also invested in wellness initiatives. Thank you in advance for encouraging your employees to participate in this very important health initiative. I look forward to seeing you there! 14
+ Sample Aggregate Results 100% 90% 80% 70% 74% 92% 68% 82% 65% 88% 72% 81% 94% 79% 87% 60% 50% 40% 45% 2014 2016 30% 24% 20% 15% 10% 0% Positive opinion toward company Enhanced ability to cope with change Blood Pressure below 120/80 LDL Cholesterol below 100 Fasting glucose below 100 Daily use of tobacco Have high level of stamina, energy 15
+ Emphasis on Effectiveness How do you define success? What to measure? 16
+ Measure and Report Program Impact Participation Participant Satisfaction (and attitude toward employer) Percent who completed advanced directive, have a Primary Care Physician, participated in preventive health screenings Change in Health Status and Risk Migration Impact on medical spend Impact on recordable injuries; STD; Worker s Compensation 17
+ Sample Aggregate Results ABC Company Health & Wellness Aggregate Report 80% 70% 60% 65% 56% 61% 65% 58% 72% 65% 69% 50% 40% 30% 36% 44% 40% 32% 30% 27% 51% 48% 45% 51% 38% 36% 34% Site A Site B Co Avg 20% 23% 18% 10% 12% 0% Chol > 199 HDL Chol < 60 HDL Chol < 40 Ratio > 4 Glucose > 110 Sys BP > 120 Dia BP > 80 BMI > 24.9 18
+ Reporting Health Risk Migration 19
Medical Spend Per Member Per Month Lower Medical Spend $600 $550 $500 $450 $400 $350 12% 5.9% Average Annual Rate Increases 20% lower medical spend $0 2012 2013 2014 2015 Program Participants Non-Program Participants 20
Decreased Workers Comp Claims $9,275 $2,554 savings $11,829 27.4 days 11 fewer days 38.4 days Program Participants Non-Program Participants 21
Decreased Disability Claims $4,614 $451 savings $5,065 56.9 days 16.8 fewer days Program Participants 73.7 days Non-Program Participants 22
Value of Wellness Programs + Key Wellness Program Components An employee health promotion spectrum Rewarding Health Improvement Increasing Engagement Encouraging Participation Creating Awareness Employee Accountability 23
Value of Wellness Programs + Create Awareness Rewarding Health Improvement Increasing Engagement Encouraging Participation Creating Awareness Employee Accountability 24
+ Create a Culture of Health Leadership appoints a Wellness Task Force IAWHP Champions Certification Diverse functional representation Positive attitudes; good listeners Ability to leverage resources; promotion Commit to consistent and ongoing reporting 25
+ Listen to Non-Participants Please indicate whether you agree or disagree with the following statements. Check your response in the columns provided. Thank you for your feedback! Strongly Disagree The screening is a beneficial service to me Not Sure Strongly Agree Disagree Agree The event location was convenient The event hours were convenient Mu supervisor encouraged me to participate in this event I did not participate in this event because (please complete) In the future, I would like to see the following programs: (optional) Name: Email: 26
Comply with regulations Avoid discrimination ADA wants to ensure that employees are not forced to disclose medical information voluntary ADA/HIPAA: Confidentiality is critical Comply with ACA and EEOC Guidelines 27
+ Coordinate and Align with Your Community 28
+ Health Communications and Events 29
+ StairWELL to Better Health Project Before / After 30
+ Promote Physical Activity 31
+ Make the Healthy Choice Easy Healthy vending machines and cafeteria options Provide clean and safe walking areas; staircases Encourage breaks and activity throughout day Recommendations for food at meetings Monthly birthday celebrations instead of individual 32
+ Encourage Healthy Choices 33
Value of Wellness Programs + Encourage Participation Rewarding Health Improvement Increasing Engagement Encouraging Participation Creating Awareness Employee Accountability 34
+ Onsite Biometric Health Screenings and Health Assessment Finger Stick Blood Pressure Height/Weight/Waist Circumference Teachable Moment with Health Coach 35
It s Personal Personalization /customization for employer Personalization for employee Fun versus goal oriented Appeal to cultural norms and personalities 36
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Team Health Challenges 39
Value of Wellness Programs + Provide Tools and Access to Increase Engagement Rewarding Health Improvement Increasing Engagement Encouraging Participation Creating Awareness Employee Accountability 40
+ Technology is Your Friend Enabler/amplifier for healthy outcomes Behavior design: ever present reminder for healthy lifestyle Means to an end, not an end itself 41
+ Leverage Web and Digital Resources Activity & Meal Logs Wearables Integration Medication Management 42
Value of Wellness Programs + Recognize and reward healthy behavior Rewarding Health Improvement Encouraging Participation Increasing Engagement Creating Awareness Employee Accountability 43
+ Strategic Incentives can be Very Influential Incentives can motivate to begin wellness journey Reward employees in fair and consistent manner 44
+ Types of Incentives Participation-based Incentives Awarded for completing a task (helps gain interest but not designed for extended behavior change); prize, cash card/voucher, premium reduction) Progress-based incentives Awarded for making meaningful progress toward specific health goal (5-10% reduction in BMI score) Outcomes-based incentives Awarded for achieving a health standard based on a specific health outcome (achieve target ranges for their biometric results) 45
+ Customizing Incentives Match to your culture Design plan to reward outcomes you want Value reflects effort required Progress-based Plan for move to health-improvement or outcomes-based incentive Comply with ACA and EEOC guidelines 46
+ A Comprehensive Year Long Wellness Solution Biometric Screening Smart Testing Enable Rewards Aligned with your goals Health Assessment Depression, Anxiety, Stress Ongoing Engagement Web and Mobile Immediate Outreach 3% critical risk factors 45% newly discovered 75% Engagement Personal Health Score and Goal Measures and Rewards Connecting Care Physician, DM, EAP Condition Management 32% are trending wrong 58% Engagement 47
How Do You Move Forward? Where are you on the health promotion spectrum? Is wellness a strategic initiative? Is your focus on awareness, participation, or recognition and reward? Are you prepared to create a culture of wellness? Can you get leadership buy-in? Will you get leadership support or involvement (wellness committee)? Follow the best practices in program design 1. Clearly identify program goals 2. Choose programs to align with key business needs 3. Identify what you will measure and report on 48
+ M.E. Strategies Provide a comprehensive, integrated worksite health promotion program Engage leadership; align wellness with business goals Cross-functional approach to human capital management (e.g., safety, HR, benefits, training/development, EAP, work/life) Policies and benefits that protect, support, and enhance employee health and well-being Manage health risks; make health the easier choice Expand your touch points and make it enjoyable
+ Charlie Estey, MS Interactive Health, Inc. www.interactivehealthinc.com c.estey@interactivehealthinc.com 586-764-2402